Case 8: Recontextualizing Diversity: The German Case

Jasmin Mahadevan () and Iuliana Ancuţa Ilie ()
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Jasmin Mahadevan: Pforzheim University
Iuliana Ancuţa Ilie: Pforzheim University

A chapter in Strategic Human Resource Management and Employment Relations, 2018, pp 223-234 from Springer

Abstract: Abstract Nowadays, organizations in many national and societal contexts face the challenge of managing an increasingly diverse workforce. Yet, diversity does not mean the same in different countries and companies, and HR managers are seldom aware of this. As a result, every diversity campaign has its blindspots. For strategic international HRM, this is a relevant finding. It suggests that HR first needs to identify what diversity ‘means’ to those involved, prior to being able to manage diversity globally or internationally. Also, national and local HR managers can learn from alternative approaches to diversity in other countries. Based on this insight, this chapter highlights the meanings of diversity in the German context, using the example of the German automotive supplier Robert Bosch. It also provides the reader with the techniques for a more holistic diversity management.

Date: 2018
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Persistent link: https://EconPapers.repec.org/RePEc:spr:sptchp:978-981-13-0399-9_22

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DOI: 10.1007/978-981-13-0399-9_22

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